Strategic Human Resource Management in International Business

Business Strategic Human Resource management
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Table of Contents
Introduction:...............................................................................................................................3
Discussion..................................................................................................................................4
Conclusion:................................................................................................................................9
References................................................................................................................................10
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Introduction:
In the era of 21st century of globalization, the business organization is tended to break the
confined state of domestic business world. With the passage of time, it has been observed that
the working approach as well as practicing techniques is constantly changing. The current
global economy puts the domestic organizations to establish their operation in the foreign
market. This type of expansion is there to provide greater opportunities for diversification and
market growth. In this context, the domestic companies are constantly looking for the
opportunities to increase the revenue streams. Therefore, it has become much essential for the
different business organisation to provide proper training to the employees, in order to
upgrade their performance level. This business organization grows outsized trough the global
synergy. The entrance into the international market requires accessing the diversified talent
pool of the existing employee.
The shifting from the national organization to the international one requires appropriate
staffing, expatriates’ selection, reimbursement, diversity and training management in the
international level. In this context, the parent company needs to uplift the efficiency level of
the existing employees in order to make them best suited for the international market. The
company organizes the proper training and development program to furnish the workability
of the selected employee. The aim of the training and development program of the company
is make the employee eligible to perform in the international business environment. The
objective of this assignment is to depict the suitable approach to train the expatriates in such a
way that they can face the new challenges at their international workplace.
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Discussion
The international HRM department maintains a great variety of institutional and cultural
variations to manage the multinational context (Stahl et al., 2012). The complexities of the
operational service and the division of employees are the major concern of the HRM
department of a newly formed international organization. The main functions of the HRM
department is to operate the recruitment and selection process, training and development
program, multi cultural environment management and performance upliftment. The global
staffing faces several critical issues in regards with the expatriate placement. The current
IHRM increases the mobility of the manpower in order to get the rapid growth of the
international competition level (Cerdin and Brewster, 2014).
The rapid growth of the current emerging international market of the developing countries
implies the increasing need for the eligible managers or team leaders. In this context, the
main target of the mangers and team leaders is to raise the competencies of the current
employee. However, the efficiency level of the employee and the HRM strategy are there to
bring the major increase in the productivity and profitability of the organization in the
international business platform. Recent research discloses that the strategies of the IHRM are
the important one for this remarkable success of the newly opened international organization
(Ghafoor et al., 2011).
The current international business sends the expatriates on the long term agreement in order
to utilize the work ability of the employees which they gain through the training and
development program. The international staffing policies are developed to connect the
expatriates with the selected location and culture. In a wider sense, the international business
is the system which is globally incorporated and co-ordinated in relation with the local
compassion and responsiveness. The global network of this integrated system is there to
adopt the fast changing diversity practices.
Newly internationalising organization prepares the selected employee under the strategic
training and development program (Harris, 2012). In this context, the expatriate need to
access the cross cultural training to prepare themselves to fit with the international market.
Expatriate are the professionals who are send to abroad on a temporary assignment by their
current company. The IHRM needs to acquire the thorough knowledge about the barriers
and blockages of the international market condition. The most effective barrier is the scarcity
of the working capital, because the international business platform requires a large amount of
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